Recruitment | Page 66 (738 items)

Employers should take advantage of probation periods to actively manage and assess the performance of new employees, says Freehills workplace relations lawyer Shivchand Jhinku.

Employers whose graduate induction programs are little more than a one-off "information dump" miss an important opportunity to engage new employees from day one, says Development Beyond Learning director Josh Mackenzie.

The problem goes something like this: You've interviewed thousands of candidates... You've done this so many times, you feel like you know whether a candidate is going to be a fit within 180 seconds, so after a while you start going through the motions...

More than half of Australian employees would accept working fewer hours in their next job if it offered greater stability, and nearly two in five would take a pay cut, a national survey has found.

Before you embark on the expensive and risky process of adding a new person to your business have you stopped to think why are you hiring anyone at all? I see a lot of employers make a decision to hire simply because they have a current/imminent vacancy, have a perceived skills gap, or just because they simply have an empty box on an organisational chart...

The business case for an employee referral scheme should clearly demonstrate that it will help recruit workers who are better suited to both their position and the culture of their new workplace, says JobGenie founder Riges Younan.

The economic recovery will hit employers "like a tsunami", says human capital consultant Anthony Sork. Employers acting too late to stop the exodus of their workers must focus on attaching and on-boarding their replacement recruits.

The economy has focused employees' needs for status and equity outward ("Two of my neighbours lost their jobs; I'm just happy to have mine"), but at some point in the near future they'll return their focus inside the four walls of your organisation and you better be ready...

I don't know of any recruiting and HR pros who can say confidently that social media for recruiting is precisely what has saved them and they are relying on it alone. Do you? Social media for recruiting isn't the end-all, be-all. It's a piece of the puzzle. For now, at least...

Nike is saving at least $US8 million a year after introducing a comprehensive contingent workforce management program, says its former global staffing director, Dan Hanyzewski.